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Revised 10/14/2016 General
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Purpose of this booklet:
This booklet is published to reflect the benefits available to employees of United Surgical Partners International (USPI) at all facilities and at the Home Office. It is updated as necessary
when there are changes within the benefits structure. The purpose of this booklet is:
To provide USPI employees with one document to answer various questions regarding eligibility and instructions for how to access the benefits available to them.
To provide updates to our employees regarding current benefits. The current booklet
(revision date 1/1/2013) supersedes any previous benefit information including the “Employee Handbook” given at date of hire.
To educate the Facility Payroll and Benefit Coordinators with specific information to assist in the execution of their duties in that role.
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Table of Contents
I. DEFINITIONS .................................................................................................................................. 5
II. HEALTH AND WELL-BEING ........................................................................................................ 6
EMPLOYEE ASSISTANCE PROGRAM ................................................................................................ 7 ADOPTION ASSISTANCE PROGRAM ..................................................................................... 7
FLEXIBLE SPENDING ACCOUNT ...................................................................................................... 7
III. LIFE AND DISABILITY ........................................................................................................... 7
BASIC EMPLOYEE GROUP TERM LIFE AND AD&D INSURANCE .................................................... 7 SUPPLEMENTAL TERM LIFE INSURANCE ........................................................................................ 7
DEPENDENT TERM LIFE INSURANCE .............................................................................................. 8
VOLUNTARY SHORT-TERM DISABILITY INSURANCE ...................................................................... 8
LONG-TERM DISABILITY INSURANCE ............................................................................................. 8
CRITICAL ILLNESS INSURANCE ....................................................................................................... 8
IV. INVESTMENT OPPORTUNITIES ................................................................................................... 9
RETIREMENT PLAN 401(K) .............................................................................................................. 9
V. TIME OFF WORK ................................................................................................................... 11
PAID TIME OFF (PTO) PAY ........................................................................................................... 11 EXTENDED SICK LEAVE (ESL) PAY .............................................................................................. 12
HOLIDAY PAY ................................................................................................................................ 12
BEREAVEMENT LEAVE .......................................................................................................... 12
JURY DUTY PAY ............................................................................................................................. 13
TIME OFF TO VOTE ........................................................................................................................ 13
VI. LEAVES OF ABSENCE ................................................................................................................. 13
FMLA QUALIFIED LEAVE OF ABSENCE ...................................................................................... 14
MILITARY FAMILY LEAVE PROVISION OF FMLA.............................................................. 15
PERSONAL LEAVE OF ABSENCE (NOT FMLA QUALIFIED) .......................................................... 16
WORKERS’ COMPENSATION LEAVE .............................................................................................. 17
MILITARY RESERVES OR NATIONAL GUARD LEAVE OF ABSENCE ............................................. 17
VII. WORKERS' COMPENSATION & TEXAS WORK RELATED INJURY PLAN ... 16
WORKERS COMPENSATION .................................................................................................. 17
TEXAS WORK RELATED INJURY PLAN .............................................................................. 19
VIII. SOCIAL SECURITY ................................................................................................................ 21
IX. EMPLOYEE EDUCATION BENEFITS ......................................................................................... 21
TRAINING AND SEMINARS ............................................................................................................. 21
EDUCATION ASSISTANCE PROGRAM ............................................................................................. 21
SUMMARY TABLE OF ENROLLMENT, CHANGES, AND SEPARATION .................................. 22
SUMMARY TABLE OF NON-WORK-RELATED SICK/INJURED EMPLOYEE PAY ................ 23
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USPI’s EMPLOYEE BENEFIT PROGRAM In addition to receiving equitable wages and having an equal opportunity for professional
development and advancement, employees may be eligible to enjoy other benefits that are
accessible through USPI’s Employee Benefit Program. There are multiple benefits available to
eligible employees at no cost or at a discounted cost. USPI offers Medical/Prescription Drug,
Dental, Vision, Flexible Spending Accounts, Life/AD&D, Short Term and Long Term Disability, Critical Illness and an Employee Assistance Program. USPI also offers a Retirement Plan
401(k), Adoption Assistance and Education Benefits. USPI values its employees and makes a
significant investment in the benefits that it offers.
The employee benefit program may change from year to year. This document, the “Summary of
Employee Benefits” is updated as necessary and available to all employees as a synopsis of the
benefits currently offered. Formal plan documentation is available from the onsite Payroll and
Benefits Coordinator at each facility for all information presented in this summary document. Information in the Plan Documents supersedes any information described in this material.
The onsite Payroll and Benefits Coordinator at each facility is the first point of contact for any
questions that employees have and/or forms that they may need.
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I. DEFINITIONS
Eligibility, effective date of coverage, enrollment periods and termination of coverage under the
USPI Employee Benefit Programs are identified below. Please see the annual Employee
Benefits Guide for more detailed information about these benefit programs or consult the
onsite Payroll and Benefits Coordinator.
ELIGIBILITY:
Employees are eligible to enroll in benefits if they are a regular, full-time USPI employee who
works at least 30 hours per week or a part-time employee who consistently works 20 hours per week and has completed the eligibility waiting period.
WAITING PERIOD AND EFFECTIVE DATE OF COVERAGE: Newly hired USPI employees’ effective date of coverage is based upon the employee’s date of
hire. If an employee's date of hire is the first day of the month, the employee will be eligible for
coverage effective on the first day of the following month. If the employee's date of hire is any
day other than the first day of the month, the employee will be eligible for coverage effective as
of the first day of the month, following the completion of one full month of employment
(Example: If the employee’s date of hire is February 10th, the employee would be eligible for coverage effective April 1st.)
CHANGES IN EMPLOYMENT STATUS: All of the following allowable changes in benefit elections must be made within 31 days of the
change in status.
If an employee experiences a change in status from ineligible to part-time eligible or full
time eligible, the employee will have 31 days from the date of the status change to enroll in
benefits. Once enrolled, benefits will be effective the first of the month following the first full
month in the new status.
If an employee experiences a change in status from part-time eligible to full-time eligible, the employee will be able to enroll or make allowable changes to benefits. Enrollment or
changes will be effective the first of the month following the change in status.
If an employee experiences a change in status from full-time eligible to part-time eligible,
the employee will be able to enroll or make allowable changes to benefits. Enrollment or
changes will be effective the first of the month following the change in status.
If an employee experiences a change in status from full-time eligible or part-time eligible to ineligible, benefits will terminate on the last day of the month in which the employee was
eligible for benefits.
REHIRED EMPLOYEES:
If an employee is rehired within 90 days of their termination date, benefits will be reinstated to
prior elections with no break in service and cannot be changed unless the employee has a qualified life event within the 90 days.
ENROLLMENT PERIODS:
A newly hired USPI employee has thirty-one (31) days from their date of hire in which to
elect group health insurance. During this “new hire enrollment period” employees may elect to
cover themselves and/or their eligible dependents. Employees must enroll within this thirty-
one (31) day period or they will not have another opportunity to enroll until the next annual enrollment period unless they have a qualifying life event (both discussed below).
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During the 4th calendar quarter of each year, USPI will conduct their “Annual Benefits
Enrollment.” During the annual enrollment period, benefit eligible employees will have an
opportunity to enroll or change their benefit elections for the upcoming calendar year. Changes
will be effective on January 1st of the following year unless Evidence of Insurability is required.
Employees adding coverage for themselves or family members during the annual enrollment
period will follow HIPAA rules on pre-existing condition waivers.
Employees who have a “qualifying life event” (some examples would be change in marital
status, birth or adoption of a child or dependent, change in employment status, change in
dependent’s benefit eligibility status, change in cost of coverage of a spouse’s benefits, change
in place of residence causing loss of eligibility or loss of dependent (death)) are allowed to make
changes to their insurance coverage within thirty-one (31) days from the date of the qualifying event. Required documentation will need to be provided to the Facility Payroll and Benefits
Coordinator for verification of the qualifying event. Changes to insurance at other times will
not be allowed.
USPI has an obligation to all employees, as well as a legal requirement, to only allow enrollment
for dependents that are eligible for coverage as described in USPI’s Summary Plan Document.
Accordingly, employees adding dependents to a USPI health plan will be required to provide written proof of eligibility. Employees who add dependents will be notified by an outside
auditing firm with specific information regarding required documentation and the deadline
for submitting the documentation to avoid dependent coverage termination.
TERMINATION OF COVERAGE:
Insurance coverage will terminate if an employee ceases to be eligible for coverage under the terms of our group insurance program, ceases to be employed as a full-time or part-time
benefits eligible employee, or fails to make the agreed upon premium contributions when due.
Coverage terminates on the last day of the month in which the employee separates from USPI
or they are no longer considered eligible for benefits. USPI’s COBRA carrier will send information
to the employee and covered dependents regarding continuing coverage at the employee’s
own expense for a period of time in accordance with the Consolidated Omnibus Reconciliation Act (COBRA).
II. HEALTH & WELL-BEING
Medical, Prescription Drug, Dental & Vision Plans USPI offers a variety of medical, prescription drug, dental and vision plans to meet the needs of our employees. An employee and his/her eligible dependents over the age of 18 are subject to
pre-existing conditions as regulated with the Health Information Portability and Accountability
Act (HIPAA). According to HIPAA, a person who has been covered by group health insurance
for at least 12 months with no more than a 63 day break will have the pre-existing exemption
period waived on the new group health insurance plan. Individuals must submit a “Certificate of Creditable Coverage” provided by their previous group health insurance carrier to their USPI
insurance carrier to be eligible to have the pre-existing exemption period waived.
USPI pays a significant portion of the Medical, Prescription Drug, Dental, and Vision
premiums. The employee pays his/her portion of the premiums as a pre-tax payroll deduction.
Please refer to the annual Employee Benefits Guide for detailed information about the plans
offered and specific costs associated with the different plans and coverage levels.
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Employee Assistance Program All eligible employees and their eligible dependents are automatically enrolled in the Employee Assistance Program (EAP) effective as of the first day of the month following the completion of
one full month of employment. Employees can call a 24-hour toll free number to discuss issues
or seek advice from trained consultants on a variety of issues such as stress, family/parenting
issues, elder care, grief support, and behavioral health issues. All communications within the
EAP are treated confidentially. USPI pays 100% of the premium for this program.
Adoption Assistance Program An Adoption Assistance Program is available to all full time USPI employees.
USPI will reimburse a full time employee 100% of documented out-of-pocket adoption
expenses, up to a maximum total benefit of $2,500 per child with a lifetime maximum of
$7,500 per family. Eligible expenses must result directly from the adoption process. Examples of eligible expenses include adoption agency fees, placement fees, legal fees and other expenses
directly related to the legal adoption of an eligible child.
Adoption Assistance Reimbursement Request Forms are available on USPInSite under the
Payroll and Benefits section of the Employee Center. Requests for reimbursement along with
supporting documentation must be submitted to the Benefits Department at USPI’s home office
no later than 90 days after the completion of the final adoption. USPI has final discretion in
determining what qualifies as an eligible expense. Reimbursements will be paid through
payroll.
Flexible Spending Accounts Eligible employees may elect to establish flexible spending accounts for medical and dependent care expenses during the pre-identified enrollment periods. The employee designates a dollar
amount to be set aside pre-tax during the calendar year to reimburse certain types of eligible
expenses. The employee contributes through pretax payroll deductions.
Employees may file for reimbursement after the expense has been incurred. Funds may not be
rolled over to the next year. If expenses incurred during the calendar year are not submitted for
reimbursement by March 31st of the following year, then all unused funds are forfeited.
III. LIFE AND DISABILITY
Basic Employee Group Term Life and AD&D Insurance Eligible employees are provided Group Term Life Insurance and Accidental Death and Dismemberment (AD&D) insurance policies at no cost to the eligible employee. Eligible employees
receive basic life coverage in the amount of one time their annual base pay rate rounded to
the next higher $1,000 up to $300,000. AD&D coverage matches the basic life insurance
amount. Enrollment is automatic and the employee’s premium for this level of coverage is paid by USPI.
Supplemental Term Life and AD&D Insurance Eligible employees may elect to purchase an amount of supplemental life insurance equal to 1, 2, 3, or 4 times their annual base pay rate amount up to a maximum of $500,000. Amounts
elected when first eligible over 3 times their annual base pay rate or any increase in election
are subject to Evidence of Insurability. Eligible employees may also purchase additional voluntary AD&D insurance for themselves; however the amount of voluntary AD&D coverage is
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limited by and must be equivalent to the supplementary voluntary life amount. The employee
pays the premium through a post-tax payroll deduction.
Dependent Term Life Insurance Eligible employees may elect to purchase life insurance for their spouse and/or child(ren).
Coverage can be up to $50,000 for a spouse and $25,000 for a child. Amounts over $20,000 for a spouse and over $10,000 for a child are subject to Evidence of Insurability. Eligible employees
may purchase additional voluntary AD&D insurance for their spouse and/or child(ren); however
the amount of voluntary AD&D coverage is limited by and must be equivalent to their dependent
term life insurance amounts. Dependent coverage cannot exceed 100% of the employee total
coverage amount (basic life plus voluntary life coverage amount). The employee pays the
premium through a post-tax payroll deduction.
Voluntary Short-Term Disability Insurance Short-term disability insurance covers a portion of lost wages resulting from a non-work related sickness or absence in which the employee is under a physician’s care. Benefits begin
after 14 calendar days (10 business days) of a non-employment-related illness/injury/surgery.
As long as the employee remains disabled and is under a physician’s care, benefits may be paid
for up to 26 weeks.
Eligible employees may elect weekly short-term disability benefits in $50 increments up to 60%
of their weekly income. Any amounts elected after initial enrollments are subject to Evidence of
Insurability. The minimum benefit per week is $50 and the maximum is $1,000 per week.
Benefits can be paid for disabilities such as pregnancy and childbirth for the time the physician
declares the employee as disabled subject to plan limitations. The carrier will look back 12 months for pre-existing condition limitations. The employee pays the premium as a post-tax
payroll deduction. If the employee is receiving short-term disability benefits and terminates
from USPI, they will continue to receive benefits until the end of their disability, not to exceed
the 26-week benefit period. Employees may elect to supplement STD benefits up to 100% of
pay (STD plus PTO/ESL combined cannot exceed 100%).
Long-Term Disability Insurance Eligible employees are provided long-term disability insurance beginning the first of the month following one month of employment at no cost to the eligible employee. Long-term disability
insurance provides for an employee that is totally disabled due to a non-work related
injury/illness. Benefits are paid to cover a portion of the employee’s wages after being disabled
180 days until retirement age or until no longer disabled. Benefits will be 60% of the employee’s
base salary up to a maximum of $5,000 per month or $10,000 per month, depending upon the employee’s annual pay. The employee’s premium is paid by USPI. If the employee is being paid
benefits from this insurance and terminates from USPI, their benefits will continue through
the duration of their disability subject to the terms of the Group LTD policy.
Critical Illness Insurance Eligible employees may elect to purchase Specified Critical Illness insurance. PLEASE NOTE: Specified Critical Illness insurance will only be offered during the annual enrollment period
and not for new hires enrolling during the plan year. Specific Critical Illness insurance pays a
lump sum benefit up to 100% of the benefit amount if the employee or a covered family
member is diagnosed with a covered critical illness including heart attack, stroke, major organ transplant, permanent paralysis, end-stage renal failure and coronary bypass surgery. The
benefit can be used any way the employee chooses, and they don’t have to be disabled or
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terminally ill to receive benefits. The employee may also choose to purchase additional coverage
through the optional cancer and carcinoma in situ rider.
The annual Employee Benefits Guide provides specific information about each plan available
to eligible employees and the cost of those plans. Summary Plan Documents provide more
detailed plan information and are available on USPInSite under the Payroll and Benefits section
of the Employee Center. Summary Plan Documents are also available upon request.
IV. INVESTMENT OPPORTUNITIES
Retirement Plan 401(k) Full-time, part-time, and PRN employees are eligible to participate in USPI’s 401(k) retirement plan upon hire. The employee contributes wages through a pretax payroll deduction and USPI
matches based on Plan Documents. The details regarding USPI and employee contributions,
vesting, administration, investments, etc. are provided in the summary plan document.
Upon hire employees will be automatically enrolled in USPI’s 401(k) plan with annual step-up
deferral increases, UNLESS they choose to DECLINE participation. As a new USPI employee, they will receive a 401(k) Plan Enrollment Packet and Welcome Letter from ADP Retirement
Services mailed directly to their home address on file. This packet is generated the first pay
period after their hire date. The Welcome Letter advises new employees that they will need to
enroll or decline participation within 45 days and will provide the time sensitive date that the
employee must respond by.
The “Automatic Enrollment” feature systematically enrolls a new employee into the 401(k) Plan
at a contribution rate of 2% of their pre-tax salary. Contributions are invested 100% into an appropriate “target fund” based upon the employee’s date of birth and estimated retirement age
of approximately 65.
In addition, there is an “Automatic Step-Up Deferral” which increases the employee’s
contribution to the 401(k) Plan in 1% increments up to a maximum of 6% annually on the
anniversary of the employee’s default enrollment date. This investment approach enables the
employee to receive the maximum retirement savings benefit from USPI’s matching
contributions.
All participants may contribute between 1% and 50% of their gross wages to the 401(k) Plan. 401(k) contributions are taken on all W-2 wages (including bonus amounts) and sent to the
trust each pay period. Employees may change their contribution percentage on a monthly
basis. The current USPI match is 50% of the first 6% of an employee’s contribution. For
example, if your contribution is 6%, your match amount would be 3%, if your contribution
amount is 4%, your match amount would be 2%, if your contribution amount is 8%, your
match amount would still be 3%. Therefore, the maximum match you could receive is 3% depending on your deferral percentage. The 401(k) plan is administered by ADP Retirement
Services.
Example: Maggie makes $25,000 year. She decides to contribute 10% of her pay, which is
$2,500, to the 401(k). She will have about $96 (pre-tax dollars) taken from each bi-weekly
paycheck. USPI will systematically match half of the first 6% during the calendar year, so USPI will contribute an extra $750 to Maggie’s 401(k). Maggie does not pay taxes on the USPI
contribution at this time.
Formulas to help:
If the employee knows the annual dollar amount that they wish to contribute and wants to
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determine the percentage of their pay for the form, they can divide the annual contribution
by their annual salary.
If the employee knows the annual dollar amount they wish to contribute and needs to find out how much will be taken out of each check, they can divide the annual contribution by
26 if they are paid every 2 weeks or by 24 if they are paid semi-monthly.
To calculate USPI’s contribution to the employee’s 401(k), they can multiply their salary by
their contribution percentage with a limit of 6% and then divide by 2.
When an employee separates from USPI, they will have sixty (60) days to decide what they would like to do with their vested 401(k) monies. The Plan allows the Plan sponsor to make
mandatory distributions to separated participants with balances less than $5,000 if the
participant does not make an alternative election. For balances greater than $1,000 but less
than $5,000, the amount is distributed to an IRA on behalf of the participant. For balances less than or equal to $1,000, the amount is paid to the participant in a lump sum. For
accounts equal to or over $5,000, the employee may choose to leave the account with the trust
used by USPI or move it to another account.
Employees are always 100% vested in their contribution. For USPI contributions, employees
are 100% vested after 4 years of service. The vesting schedule is as follows:
Years of Service: 1 2 3 4 % Vested: 0% 50% 75% 100%
Statement of Employee Retirement Income Security Act (ERISA) Rights. As a participant
in the USPI Employees' Retirement Plan, employees are entitled to examine the Plan
documents, the annual report and the plan description filed with the U.S. Department of
Labor. This inspection may be made during normal business hours.
Please refer to the 401(k) enrollment packet from ADP Retirement Services for the specifics of participation in the 401(k) Plan.
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V. TIME OFF WORK
USPI has a variety of time-off work plans developed to accommodate the various needs of our
employees. For eligible employees, USPI provides Paid-Time-Off for vacation, illness, personal
time, holiday pay for 7 holidays per year, jury duty pay (if called to serve), funeral leave pay (if
there is a death in the immediate family) and extended-sick-leave in the event the employee is out of work for more than two days due to their own illness/surgery.
In addition, USPI allows time off without pay in some circumstances in accordance with federal
and state laws. USPI provides unpaid time off to vote, to participate in military reserves or the
National Guard, to comply with orders for active military duty, for qualified events as part the
Family Medical Leave Act (FMLA), and in specific situations with extenuating circumstances.
Out of consideration for co-workers and our patients, employees must notify their supervisor
as soon as they know they will need to miss work. If the absence is unexpected, they must notify their supervisor according to the facility’s plan.
Paid Time Off (PTO) Pay Full-time and part-time benefits eligible employees accrue Paid-Time-Off (PTO) with the first paycheck and may use PTO for time off from work after ninety days (90) of employment. PTO
is used for vacation, sick, and personal time. PRN and part-time employees who work less than
20 hours a week are not eligible for this benefit.
For a planned absence, employees must notify their supervisor at least 2 weeks in advance.
Every effort will be made to grant PTO requests at the time desired. However, PTO cannot interfere with the facility’s operation. If any conflicts arise in requests for PTO time, preference
will be given to the employee with the most seniority.
For an unplanned absence, employees must notify their supervisor as soon as possible.
Employees are allowed to have a PTO balance no greater than 150% of their annual PTO
benefit at any point in time. Employees (excluding Vice Presidents and above) may sell back PTO hours twice a year (Dec and July) at a conversion rate of $0.75 on the dollar. Employees
must leave a minimum of 80 hours in their PTO account and must convert a minimum of 8
hours per conversion. Employees at the Vice President level and above are not allowed to sell
back PTO.
If it is necessary to take time off from work and employees do not have enough PTO accrued, with the approval from their supervisor they may take leave without pay, but only if they have
no time in their PTO bank.
1. Hourly employees must take PTO time in 30-minute increments with 30 minutes being the
minimum. Employees may not combine lost working time of less than 30 minutes to equal
the minimum PTO increment of 30 minutes. Example: an employee clocks in 15 minutes late on Monday and leaves 15 minutes early on Tuesday, they may not combine the lost
working time to equal the 30 minute PTO minimum. Salaried employees are required to
take PTO in full-day increments.
2. Time off for any reason during a working day will count against the employee’s allotted PTO
balance unless they are on a specific paid leave. This includes time off for “severe weather
days.” 3. An hourly, non-exempt employee may request PTO pay if he/she is sent home at
management’s request.
4. Leave without pay may only be taken when an employee has exhausted the balance in their
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PTO bank. This includes time off for “severe weather days” unless the facility you work for elected to close at which time the employee has the option to use PTO.
5. PTO time will be used, but does not accrue while on Leave of Absence of any type.
6. PTO may be used in conjunction with Short-term Disability Insurance Benefits, Texas Work
Related Injury Plan and Worker’s Compensation Benefits as long as the combined benefit does not exceed 100% of base salary.
7. Employees will be paid PTO pay only up to 40 hours per week including hours worked.
Example: A PTO day was taken on Monday and the employee worked 35 hrs Tues-Fri. This
employee would be paid only 5 PTO hours for that pay period.
Please see your onsite payroll and benefits coordinator for information on your PTO accrual rates.
When an employee terminates from USPI after working more than 90 days, their unused,
accrued PTO hours will be paid out in their final check. If an employee terminates at or before
90 days, their PTO hours will be forfeited.
Extended Sick Leave (ESL) Pay Full-time employees accrue Extended Sick Leave (ESL) with the first paycheck and are eligible to use ESL after completion of 90 days of employment. The ESL benefit is designed to provide
time off work with full pay for an employee’s personal illness or surgery and recovery. ESL can
be used after the employee has been absent and used PTO for two (2) consecutive regularly
scheduled workdays due to his or her own personal illness or if the employee had a hospitalization of 24 hours or more. Pregnancy and childbirth are included. A physician’s
signed statement indicating the length and reason for the illness is required.
If the employee is absent for 3 or more days, please reference the chart on the last page of this
document.
Full-time employees accrue ESL at the rate of 80 hours (10 days) annually. An employee may
carry over accrued ESL from one year to the next to a maximum of 1,040 hours (130 days).
Upon termination from USPI, the employee is not paid for unused ESL time.
ESL may not be used for elective cosmetic surgery.
ESL may be used in conjunction with Short-term Disability Benefits, Texas Work Related Injury Plan and Worker’s Compensation Benefits as long as the combined benefit does not
exceed 100% of the employee’s salary.
Holiday Pay Full time employees receive holiday pay if the observed holiday falls on that employee’s
regularly scheduled workday. USPI observes the following seven (7) holidays: New Year’s Day,
Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day, and one
day designated by the facility’s Administrator. If the holiday falls on a weekend, the Administrator will decide when the holiday will be taken. Holiday Pay will not be paid while on
any leave.
Bereavement Leave Full-time employees are eligible for bereavement leave the first of the month following 30 days of employment. In the event of a death in the full-time employee’s immediate family,
he/she will be allowed up to (3) three consecutively scheduled shifts off with pay to arrange or
at tend memorial event(s) (e.g., funeral, memorial services). If the death occurs at a time when
work is not scheduled (such as when on leave), payment will not be made. Bereavement Leave must be taken within a reasonable time, not to exceed 15 days, following the death and the
employee may be required to furnish satisfactory evidence to support the leave. Employees are
not paid for unused funeral leave upon separation from USPI.
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With regard to the bereavement leave policy, immediate family is defined as parents or legal guardians, step-parents, brother, sister, current spouse, children, step-children, grandparents,
grandchildren, current mother-in-law and current father-in-law. For memorial services of other
relatives or friends, employees may take PTO with their supervisor’s approval.
Jury Duty Pay Full-time and part-time employees are eligible for jury duty pay immediately upon hire.. If employees are called for jury duty, we encourage them to serve. The employee must inform
their supervisor of their summons and if they are selected to serve. Employees are paid their
regular daily rate for a maximum of twelve (12) business days when serving on a jury. Part time employees will receive jury duty pay only for the days they were regularly
scheduled and for the hours they would have been scheduled for. On any day or half-
day that they are not required to serve, they will be expected to return to work. Failure to
do so may result in disciplinary action up to and including termination of employment.
Proof of jury duty will be required. Untaken jury duty benefits are not paid when an employee
separates from USPI.
Time off to Vote All employees may take up to 2 hours of unpaid leave to vote. Employees will be expected to
notify their supervisor at least one week in advance. Employees will not be paid for such time. PTO, if available, may be used for this purpose.
VI. LEAVES OF ABSENCE
A Leave of Absence (LOA) is an authorized absence for an extended period of time. If an employee is absent from work due to illness or disability of (3) three or more consecutively
scheduled work days, the employee must request and receive approval for a medical leave of
absence. The granting and duration of each leave of absence and the compensation received,
if any, during the leave of absence will be determined by the Facility Administrator and the
Regional Vice President in conjunction with applicable federal and state laws. USPI will comply with the provisions of the Family and Medical Leave Act (FMLA), state laws regarding
workers’ compensation, Texas Work Related Injury Plan and laws related to military service.
Request for a LOA must be submitted in writing to the employee’s supervisor thirty days (30)
prior to commencement of the leave or as soon as practical. The written document needs to
include the reason for the leave, the date on which the employee wishes the leave to begin, and the date on which the employee will return to active employment with USPI. For events that
qualify for FMLA, employees must also submit the required medical certification. All employees
on approved leave are expected to report any change of status in their need for leave or their
intention to return to work to their supervisor with as much notice as possible. An employee
who does not return to work as scheduled may be terminated.
USPI will provide benefits to employees on leave as required by law. USPI time-off benefits that accrue such as PTO and ESL do not accrue during any periods of leave.
Every effort will be made to reinstate employees to their former or equivalent positions, but no
guarantee is offered unless required in the event the employee was on leave under FMLA or
Military Provisions. Employees out on any type of leave will be considered to have resigned
their positions of employment after an absence of six months.
Review the sections below for details on Personal Leave with FMLA, Personal Leave without
FMLA, Workers’ Compensation Leave, Texas Work Related Injury Plan, Military Active Duty and
Military National Guard.
FMLA Qualified Leave Of Absence In accordance with The Family and Medical Leave Act (FMLA), USPI grants leaves of absence to
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“eligible” employees for a period of up to 12 work-weeks or 480 hours. This is job-protected leave and the employee is allowed to maintain elected health and life insurance benefits during
the leave. Any family or medical leaves taken, whether paid, unpaid, or a combination of both
will be counted toward the 12-week leave entitlement.
To be eligible for FMLA leave, employees must:
have been employed as full or part-time for at least 12 months; and
have worked 1,250 hours during the 12-month period immediately preceding the commencement of leave.
FMLA is granted to eligible employees under the following conditions:
the birth of an employee’s child or to care for their newborn child
for the placement with the employee of a child for adoption or foster care, and to care for the newly placed child
to care for an immediate family member (spouse, child, or parent – but not a parent “in law”) with a serious health condition
the employee’s serious health condition which prevents the employee from performing any one essential function of the employee’s position
How FMLA is taken by eligible employees who have met one of the above conditions:
The amount of leave available to an employee will be calculated by looking back at the amount of FMLA leave taken within the 12-month period immediately preceding the first
day of leave.
If both the husband and wife are employed by USPI and are both eligible for FMLA, they will be limited to a combined total of 12 work-weeks except for leave due to one or the other’s
serious health condition.
For an employee who takes leave to care for a newborn or newly placed child, the leave must be taken as uninterrupted, continuous leave and must conclude within 12 months
after the birth or placement. All accrued paid-time-off (PTO) must be used before
continuing leave on an unpaid basis.
For an employee who takes leave to take care of a family member with a serious health condition, leave may be taken as intermittent or reduced schedule leave where medically
necessary. All accrued paid-time-off (PTO) must be used before continuing leave on an
unpaid basis.
For an employee who has a serious health condition, all accrued extended sick leave (ESL) and paid-time-off (PTO) must be used before continuing leave on an unpaid basis. The
employee will need a release from their physician before returning to work. For an employee
out on maternity leave, ESL will end once the employee is released to return to work by their treating physician.
In all cases, the employee may only miss 12 weeks of work regardless of whether the time off was paid, unpaid, or a combination of both.
Elected group health insurance for medical, prescription drug, vision, dental coverage and life
insurance will be maintained for employees on FMLA on the same terms as if the employee
continued to work. This means that payroll deductions will be taken for premiums and if the
leave becomes “unpaid leave”, the employee must pay their premiums through another means
(i.e. personal check, cash or money order payable to the employee’s facility).
If the employee returns to work before or on the business day following the expiration of leave,
the employee will be returned to the same job or to an equivalent job with equivalent benefits,
pay, and other terms and conditions of employment unless a decision or event not related to
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the employee’s leave occurs which results in the elimination of the job position, subject to exceptions provided by law. An employee who does not return to work as scheduled may be
terminated.
Military Family Leave Provision of the Family and Medical Leave Act (FMLA) On January 28, 2008, a new law for FMLA leave entitlement for military families (“military
family leave provisions”) was passed. The new FMLA regulations include these two types of
military family leave referred to as “qualifying exigency leave” and “military caregiver leave.”
To be eligible to take Military FMLA leave for any qualifying reason, an employee must have
worked for the employer for a total of 12 months and have worked at least 1,250 hours over the
previous 12 months.
Qualifying Exigency Leave: “Qualifying exigency leave” may be taken for any qualifying exigency arising out of the fact that
a covered military member is on active duty or call to active duty status. The qualifying
exigencies will permit eligible employees who are family members of a covered military member
to take FMLA leave to address the most common issues that arise when a covered military
member is deployed, such as attending military-sponsored functions, making appropriate
financial and legal arrangements, arranging for alternative childcare, and attending counseling provided by someone other than a health care provider for oneself, the covered military member,
or the child of the covered military member. Finally any other event that the employee
and employer agree is a qualifying exigency. An employee may take up to 12 work weeks (480
hours) of FMLA leave for qualifying exigencies during the twelve-month period established
by the employer for FMLA leave. Qualifying exigency leave may also be taken on an intermittent
or reduced leave schedule basis.
A covered military member is the employee’s spouse, son, daughter, or parent who is on active
duty or call to active duty status. Under the FMLA for qualifying exigency leave, a “son or
daughter on active duty or call to active duty status” means the employee’s biological, adopted,
or foster child, stepchild, legal ward, or a child for whom the employee stood in loco parentis,
who is on active duty or call to active duty status, and who is of any age. Additionally, under the FMLA for qualifying exigency leave, a “parent” means a biological, adoptive, step or foster
father or mother, or any other individual who stood in loco parentis to the employee when the
employee was a son or daughter. This term does not include parents “in law.”
The first time that an employee requests qualifying exigency leave, USPI will require the
employee to provide a copy of the covered military member’s active duty orders or other documentation issued by the military that indicates that the covered military member is on
active duty or call to active duty status in support of a contingency operation, and the dates of
the covered military member’s active duty service.
In addition, each time that an employee first requests leave for one of the qualifying exigencies;
USPI will require certification of the exigency necessitating leave. Certification supporting leave
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for a qualifying exigency includes: appropriate facts supporting the need for leave, including
any available written documentation supporting the request; the date on which the qualifying
exigency commenced or will commence and the end date; where leave will be needed on an
intermittent basis, the frequency and duration of the qualifying exigency; and appropriate contact information if the exigency involves meeting with a third-party.
Military Caregiver Leave:
“Military caregiver leave” may be taken by an eligible employee to care for a covered service
member with a serious injury or illness. This type of FMLA leave is based on a recommendation of the President’s Commission on Care for America’s Returning Wounded
Warriors.
A “covered service member” is a current member of the Armed Forces, including a member of
the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy,
is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a
serious injury or illness incurred or aggravated in the line of duty on active duty, or a veteran who incurred a serious illness or injury while on active duty within the past five years. Serious
injury or illness is defined as a service member being determined to be medically unfit to perform
the duties of the member’s office, grade, rank or rating.
An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered
service member with a serious injury or illness may take job-protected FMLA leave to provide
care to the service member. Under the FMLA for military caregiver leave, a “son or daughter of
a covered service member” means a covered service member’s biological, adopted, or foster child, stepchild, legal ward, or a child for whom the employee stood in loco parentis, and who is
of any age. Under the FMLA for military caregiver leave, a “parent of a covered service member”
means a covered service member’s biological, adoptive, step or foster father or mother, or any
other individual who stood in loco parentis to the covered service member. This term does not
include parents “in law.” “Next of kin” is defined as the nearest blood relative.
An eligible employee is entitled to take up to 26 workweeks of leave during a “single 12-month
period” to care for a seriously injured or ill covered service member. The “single 12-month
period” begins on the first day the eligible employee takes military caregiver leave and ends 12
months after that date, regardless of the method used by the employer to determine the
employee’s 12 work weeks of leave entitlement for other FMLA-qualifying reasons.
An employee must provide 30 days advance notice of the need to take FMLA leave for planned
medical treatment for a serious injury or illness of a covered service member. When 30 days
advance notice is not possible, the employee must provide notice as soon as practical taking
into account all of the facts and circumstances. When the need for leave is unforeseeable, an
employee must comply with an employer’s normal notice or call-in procedures, absent unusual
circumstances.
Personal Leave Of Absence (not FMLA qualified) Employees who wish to take leave for personal reasons, and employees who do not qualify for
an FLMA qualified absence because they do not meet the eligibility or reason guidelines, may
be granted a Personal Leave of Absence for up to 30 calendar days. The leave must not interfere with the operations of the facility or USPI. All accrued ESL (if employee illness) and
PTO days must be used while on leave. Elected group health insurance for medical,
prescription, vision, and dental coverage and life insurance will be maintained for employees on
the same terms as if the employee continued to work. This means that payroll deductions will
be taken for premiums and if the leave becomes “unpaid leave”, the employee must pay their
premiums through another means (i.e. personal check, cash or money order).
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Every effort will be made to reinstate employees to their former or equivalent positions, but no
guarantee is offered. Below are examples of personal leave:
Personal or family illness when an employee is not eligible for FMLA
Pregnancy and childbirth when an employee is not eligible for FMLA
Extended bereavement
NOTE: Leave to take employment elsewhere or to start a business is not allowed.
Workers’ Compensation Leave If an employee is injured on the job and a leave is required, they will be under a workers’
compensation leave for the period of disability in accordance with all applicable laws covering
occupational disabilities and regarding benefit maintenance. Such leave runs concurrently with FMLA and any state applicable leaves if the employee is eligible. PTO and ESL will be used
during the waiting period and may be used to supplement Workers’ Compensation Benefits
not to exceed 100% of base pay. The company retains employees on an extended medical leave
for work-related disabilities until one of the following events takes place:
1. The employee is released for duty;
2. The company receives satisfactory medical evidence that the employee will not be able to return to work in any capacity;
3. Evidence provided by the Third Party Administrator indicates the employee has engaged in activities which negate the claims/status;
4. The employee directly informs the company that he or she will not be able to does not intend to return to work;
5. The employee indirectly informs the company he/she does not intend to return to work by such conduct as accepting other employment, moving out of state, etc., or
6. Duration of medical leave exceeds 6 months unless state law prohibits.
If an employee returns from medical leave and his or her position is unavailable, the employee
will have a 30 day period to obtain another position for which they are qualified. If such a position
is not obtained within a 30 day period, the employee will be terminated.
The facility will make every effort to reasonably accommodate the disabilities of employees who are released for duty from a medical leave, as required by law. If the facility cannot reasonably accommodate such an employee when he/she is ready and able to return to work, the employee will be offered the next suitable position that becomes available for which the employee is qualified and can be accommodated. If such a position is not available within a 30 day period, the employee will be terminated.
If business necessity requires the replacement of an employee and the employee is subsequently
released for duty and requests reemployment after exhausting FMLA leave, if applicable, the
employee will be offered the next suitable available position for which he/she is qualified, which
becomes available within 30 calendar days of the employee's release to return to work.
Benefits for a medical leave for a work-related disability will be coordinated with Workers’ Compensation, Paid Time Off and Extended Illness per plan provisions, and any other benefits provided to the employee. These benefits will be coordinated to ensure that total compensation does not exceed regular earnings.
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Military Reserves or National Guard Leave Of Absence In accordance with federal and state law, full-time and part-time employees who serve in U. S. military organizations or state militia groups are eligible to take the necessary time off without
pay to fulfill this obligation. This benefit is available from the first day of employment. Employees
must notify their supervisor as soon as they are aware of the dates they will be on duty along
with documentation for the leave so that arrangements can be made. These employees may choose to take PTO to cover the leave; however, they are not obligated to do so. USPI will comply
with all federal and state laws regarding maintenance of health benefits and job protection.
VII. WORKERS' COMPENSATION and TEXAS WORK RELATED INJURY PLAN
Workers’ Compensation The Workers' Compensation Law is a no-fault insurance plan, which is supervised by each
state, and one hundred percent (100%) paid for by USPI. This law was designed to provide
employees with benefits for any injury, which they may suffer in connection with their employment. Under the provisions of the law, if employees are injured while at work, they are
eligible to apply for Workers' Compensation. USPI pays the premium.
What Is Workers' Compensation?
The Workers' Compensation law was passed to guarantee prompt, automatic benefits to workers
injured on the job.
If employees are unable to work because of a job injury, USPI and our Workers' Compensation
Insurance carrier work together to pay their medical expenses and a portion of lost wages until
they are able to return to work.
Who Is Covered?
All USPI employees are protected by Workers' Compensation or by the Work Related Injury
Plan for employees in the state of Texas.
What Is Covered?
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Any injury is covered if it's caused by the employee’s job — not just serious accidents, but even
first-aid type injuries. Illnesses may also be covered, if they are related to the employee’s job.
The main question is whether the injury or illness resulted during the performance of the
employee’s job.
When Am I Covered?
Coverage begins as soon as an employee is on the job and continues anytime the employee is
working for USPI. Employees do not have to work a certain length of time, and there is no need
to earn a minimum amount of wages before they are protected.
What Are The Benefits?
Worker’s Compensation guarantees employees three kinds of benefits:
□ Medical care to take care of the injury, including not only doctor bills, but also medicines, hospital costs, fees for lab tests, x-rays, crutches and so forth — There is no deductible and all costs are paid directly by our Workers' Compensation Insurance carrier. If the employee receives a bill, they must submit it to the Facility’s Payroll and Benefits Coordinator for payment through our insurance carrier.
□ Rehabilitation services necessary to return to work — Sometimes this is just an
extension of medical treatment (for example, physical therapy to strengthen muscles). However, if the injury keeps the employee from returning to their usual job, they may qualify for vocational rehabilitation and retraining. Again, all costs are paid by USPI through our Workers' Compensation Insurance carrier.
□ Payments for lost wages - The most common kind of payments, for "temporary disability," will be made for as long as the doctor says the employee is unable to work. Additional payments may be made after the employee is able to work if there is a permanent handicap — for example, the amputation of a finger or loss of sight. If the
injury results in death, payments will be paid to surviving dependents.
How Do Employees Receive The Benefits?
All injuries, no matter how slight, must be reported immediately to the employee’s supervisor
to assure consideration under Workers' Compensation Insurance, should complications
develop later. The employee’s supervisor will see that they receive medical attention.
There are no reports for the employee to fill out; no forms to sign. The employee must tell their
supervisor what, where, when, and how it happened — enough information so that he or she
can arrange medical treatment and complete the necessary reports. In an emergency, the
employee may go directly to one of the medical facilities nearby. Later, they may be required to furnish their supervisor with written statements regarding the on-the-job accident so that we
may accurately document the incident, and so they may receive all the benefits to which they
are entitled. Failure to do this could result in loss of benefits.
Employees who have an injury on the job, which requires outside treatment and or medical
attention from a physician, will be required to take a drug test.
Prompt reporting is the key. Benefits are automatic, but nothing can happen until the employer
knows about the injury. Employees can ensure their right to benefits by reporting every injury,
no matter how slight. Even a cut finger can be disabling if an infection develops.
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How Much Are The Payments?
Payments consist of two-thirds of the employee’s average weekly wage, up to a maximum
amount set by the State Legislature. State law regulates the amount of the payments, and
when and how they’ll be paid. Only the State Legislature can change the law.
When Are The Payments Made?
Each state determines when Workers’ Compensation payments are made. If the employee
reports the injury promptly, they will most likely receive the first compensation check within
fourteen days. After that they will receive a check every two weeks until the doctor says they
are able to go back to work. For extremely serious injuries, the payments may continue for life.
USPI pays the employee’s wages for time lost due to a work related injury for the remainder of
the normal workday in which the accident occurs. In several states, there is a waiting period
before Workers’ Compensation payments start.
USPI Texas Work Related Injury Plan USPI and its affiliated companies are non-subscribers in the state of Texas as allowed by law.
USPI has opted out of workers compensation in Texas and covers employees for injuries that
occur on the job through a federally qualified ERISA plan, the USPI Texas Work Related Injury
Plan. This Plan is 100% paid for by USPI. This plan was designed to provide employees with benefits for injuries that they may suffer in connection with their employment. Texas employees
who have a work related injury are eligible for direct payment of medical expenses and benefits
under the benefit plan which is administered by a third party claims administrator.
What is a Work Related Injury Plan?
A Work Related Injury Plan is a benefit plan that guarantees prompt, automatic benefits to
workers injured on the job. The plan was tailored by USPI to provide better benefits to the
employees than what is offered under workers compensation programs in Texas.
Who is covered?
Any USPI employee that resides and works in the state of Texas is protected under the USPI
Texas Work Related Injury Plan.
What is covered?
Any injury is covered if it is caused by the employee’s job - not just serious accidents, but even
first aid type injuries. Illnesses may also be covered if they are a direct result of the employee’s
job. The main question is whether the injury or illness resulted during the performance of the employee’s job.
When Are Employees Covered?
Coverage begins as soon as an employee is on the job and continues anytime the employee is
working for USPI. Employees do not have to work a certain length of time, and there is no need
to reach a minimum amount of wages before they are protected. Please note that each employee is given a Summary Plan Description and Mutual Agreement to Arbitrate upon
employment or when the Plan began. USPI does require that employees sign a Receipt and
Arbitration Acknowledgement form. These signed forms are kept in employee personnel files.
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What are the Benefits?
The USPI Texas Work Related Injury Plan guarantees employees the following benefits:
Medical Expenses will be paid at 100% of covered charges for 110 weeks. Please note that the employee must go to an approved provider which is set by each individual
facility. These expenses are physician bills, medicine, hospital costs, fees for lab tests,
x-rays, medical equipment, and so forth. There is no deductible and all costs are paid
directly by the Plan. If an employee receives a bill, they must submit the bill to the
Facility’s Payroll and Benefits Coordinator for payment through the Plan.
Rehabilitation services are also covered at 100% of covered charges for 110 weeks.
Payments for lost wages/disability benefits are covered up to 75% of the employee’s hourly wage not to exceed $800 per week for 110 weeks. Please note these benefits are
taxable income per IRS guidelines. The most common payment is for temporary disability
which means the employee has a doctor excuse stating that they are unable to work. There are also death and dismemberment benefits up to $100,000 provided in the Plan.
How do Employees Receive the Benefits?
All injuries, no matter how slight, must be reported to the employee’s supervisor by the end of
the shift when the injury occurred to receive benefits under the Plan. The employee’s supervisor
will instruct the employee on what healthcare facility to seek treatment.
There is an incident report which needs to be completed by the employee in their own
handwriting as soon as practical after the initial verbal report is communicated. Failure to
report the injury timely or failure to use the approved providers could jeopardize benefits under
the Plan.
Employees who have an injury on the job will be required to take a drug test.
Employees can ensure their right to benefits under the Plan by reporting every injury, no
matter how slight, immediately. Again, the injury must be reported by the end of the shift that
it occurred in.
How much are the Payments?
Disability payments are 75% of the Participant’s hourly wage not to exceed $800 per week.
Disability payments are taxable income due to the fact that the Plan is a federal qualified
ERISA Plan and required to be taxable under IRS guidelines.
When are the Payments made?
The Plan has a 2 day waiting period before wage benefits are paid. These benefits are paid
through the payroll system, but are documented as disability.
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VIII. SOCIAL SECURITY
All employees participate in the United States Social Security program that holds wages in
trust until benefits are paid for disability/retirement/death. The employee contributes wages
though a pre-tax deduction and USPI matches 100% of the employee contribution. The monies
in the government trust program are held until benefits are paid regardless of whether or not the employee is still a USPI employee.
IX. EMPLOYEE EDUCATION BENEFITS
USPI offers training and seminars to employees throughout the year. USPI also offers an
education reimbursement plan for some eligible employees. Consult the Facility Administrator
for details.
Training and Seminars Employees may be asked and/or may request to attend training and seminars that will
enhance skills. Attendance at such classes is determined by the Facility Administrator and will
be funded by the facility.
Education Assistance Program Full-time employees with at least one (1) year of continuous service are eligible to participate
in USPI’s Education Assistance Program. The program is designed to assist full-time employees with the cost of obtaining education that is directly related to the employee’s professional
growth at USPI. If the employee voluntarily terminates within 6 months of reimbursement, the
employee must re-pay USPI half of the previous year’s reimbursement. The rules for the
program are as follows:
Approval to participate must be obtained from the Facility Administrator prior to taking the course(s).
USPI’s Educational Assistance Program will reimburse an employee 50% of tuition, textbooks and fees up to $1,500 maximum reimbursement per year.
Education must be offered by an approved, accredited educational institution.
Each course must be completed with at least a “C” grade.
If employees are eligible to receive educational benefits from other sources, USPI may not reimburse their educational expenses.
For reimbursement, a Tuition Reimbursement Form must be completed and signed by the employee and submitted to the employee’s supervisor/facility administrator with proof of
class(es) taken, amounts paid and final grades. Tuition Reimbursement Forms can be
found on USPInSite under the Education & Employee Development section of the Employee
Center.
Upon approval, reimbursement will be paid through Accounts Payable.
Summary Table of Enrollment, Changes, and Separation
Benefit Plan When Employees can Enroll How to Enroll Separation Medical, Prescription Drug, Dental and Vision Insurance
Within 31 days of an employee’s hire date, during annual enrollment or within 31 days of a qualifying life event.
On the website provided in the annual employee benefits guide.
Terminates on the last day of the month of separation of employment. COBRA eligible.
Employee Assistance Program Automatic Enrollment Automatic
Enrollment
Terminates on the last day of the month of
separation of employment. COBRA eligible.
Flexible Spending Accounts Within 31 days of an employee’s hire date, during
annual enrollment or within 31 days of a qualifying life event.
On the website
provided in the benefits guide.
Employees must
enroll every year.
COBRA eligible. If COBRA is not elected for
this benefit, must submit request for reimbursement of expenses incurred up to term date no later than March 31st of the following year or the monies will be forfeited.
Basic Employee Term Life and AD&D Insurance
Automatic Enrollment Automatic Enrollment
Terminates the last day of the month of separation of employment. Basic Life can be converted to an individual policy after
termination but basic AD&D coverage cannot
Supplemental Employee Term Life/AD&D Insurance
Within 31 days of an employee’s hire date, during annual enrollment or within 31 days of a qualifying life event. Pre-existing limits may apply.
On the website provided in the benefits guide.
Terminates the last day of the month of separation of employment. This coverage is portable after termination.
Voluntary Spouse and Dependent Child Term Life
Within 31 days of an employee’s hire date, during annual enrollment or within 31 days of a qualifying life event. Pre-existing limits may apply.
On the website provided in the benefits guide.
Terminates the last day of the month of separation of employment. This coverage is portable after termination.
Voluntary Short-Term Disability Insurance
Within 31 days of an employee’s hire date, during annual enrollment or within 31 days of a qualifying life event. Pre-existing limits may apply.
On the website provided in the benefits guide.
Terminates the last day worked.
Long-Term Disability Insurance Automatic N/A Terminates the last day worked.
Training and Seminars Pre-approval from the facility Administrator. N/A N/A
Education Assistance Program Must be with USPI for 1 year. Consult with the facility Administrator.
N/A If the employee voluntarily terminates within 6 months of reimbursement, the employee
must re-pay USPI half of the previous year’s reimbursement.
Critical Illness Insurance Only offered during annual enrollment. Pre-existing
limits may apply.
On the website
provided in the benefits guide.
Portable after termination.
401(k) Retirement Plan Upon receipt of enrollment packet from ADP Retirement Services otherwise you will be automatically enrolled at a contribution of 2% after 45 days.
www.portal.adp.com or voice response system at 1-866- MYKPLAN.
Employee contributions are the employee’s. The Employer match is subject to the vesting schedule. Vested balances equal to or greater than $5,000 for termed employees may remain in USPI’s plan.
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Summary Table of Non-Work-Related Sick/Injured Employee Pay
Calendar Days Regularly scheduled work days missed
Payment guidance on non-work related employee injury/illness
Insurance and Leave comments
Working Day 1 Employee is paid from PTO, unless hospitalized for
24hrs and then paid from ESL. If PTO/ESL hours
are not available, the employee will be unpaid.
Working Day 2 Employee is paid from PTO, unless hospitalized 24
hrs and then paid from ESL. If PTO/ESL hours are not available, the employee will be unpaid.
Working Day 3 – 10 Employee is paid from ESL. If ESL hours are not
available, the employee is paid from their PTO bank. If PTO hours are not available, the employee
will be unpaid.
Has employee been with USPI for at least 1 year? Has employee worked at least
1,250 hours during the preceding year? If yes to both and there is a qualifying
event, declare employee absence as FMLA
as soon as possible.
If employee elected STD, file for short- term disability benefits if necessary.
After 14
calendar days (2 weeks)
Working Day 11 – 131 (26 weeks)
Employee is paid from ESL and then PTO until
exhausted. If ESL/PTO hours are not available, the employee will be unpaid. If the employee elected a
short-term disability benefit, partial ESL and PTO
may be paid at the employee’s request so long as
the combined short-term disability and ESL/PTO
payments do not exceed 100% of base salary.
If employee elected STD, Short-term Disability Insurance may pay the
employee a pre-determined portion for his/her wages.
At least 10 weeks of this time may be FMLA protected. After 12 weeks of FMLA,
the employee is not guaranteed a job
under FMLA.
Check with the onsite Payroll & Benefits Coordinator regarding the role of ADA
accommodations.
Check with the onsite Payroll & Benefits
Coordinator about COBRA and Short-
Term Disability benefits if employee will not be returning.
File for Long-term Disability if necessary.
After 180
calendar days (26 weeks)
Working Day 132 –
retirement age
Unpaid. Long-term Disability Insurance pays an
employee a portion of his/her wages.
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